'CANDIDATE TESTING: RELATING, COLLABORATING AND COMMUNICATING' PROGRAM
Before you hire: sort out who truly works with your culture, and those who make it in.
After you hire: how to keep them connected with the values and feel accepted and supported by the organisation
MAIN OUTCOMES
When talent recruitment and onboarding is put into action as taught and practiced …
Ability to see someone in real-time work with others as they are, not as they want you to think they are
Improve the percentage of those who truly take on the organisation's mission, values and culture
Attract and keep those who use the tools of empathy, respect and trust with others well
CANDIDATE STAGE:
Use applied improv activities to see who works with others the best and plays out the values of the organisation.
🕕 2 HOURS IN TOTAL
🏢 1 SESSIONS
👥 5-20 PARTICIPANTS
📍IN PERSON OR VIA VIDEO
ONBOARDING STAGE:
Use applied improv activities to link trust and respect from the start, and play out situations the new recruit faces. Set them from the start, see where their blind spot are and iron them out before them settle in.
🕕 4.5 HOURS IN TOTAL
🏢 MAX. 3 SESSIONS
👥 5-20 PARTICIPANTS
📍IN PERSON OR VIA VIDEO
WE RUN THESE HUMAN INTELLIGENCE PROGRAMS TO HELP YOU REALISE YOUR GOALS
and more.
WHAT REBOOTER GROUP CAN DO FOR YOU
When organisations face challenges in recruitment and onboarding processes, the consequences can be significantly detrimental. Poor recruitment often leads to a mismatch between the skills and attitudes of new hires and the requirements of the organisation. This results in lower productivity, increased turnover, and a negative impact on team morale. Particularly if this is part of a pattern, each new bad hire reinforces a lack of trust in management and feeling disconnected, with an increase the communal thought of leaving for a better workplace. This exacerbating retention issues and hindering your staff’s ability to contribute effectively to the organisation’s goals.
In response to these challenges, Rebooter Group’s Human Intelligence Programs use the principles of AIM (Applied Improvisation) offer valuable insights and strategies. AIM, known for its benefits in helping actors respond spontaneously, think quickly, and listen actively, is increasingly recognised as a potent tool in talent development. Its integration into talent recruitment and onboarding, grows a culture of adaptability, creativity, and active engagement. Which is on top of AIM’s emphasis on thinking on one’s feet and active listening.
Moreover, adopting an AIM approach in leadership is akin to integral thinking and systems work. Leaders can embrace various thinking styles, strengths, and talents within their teams and the wider organisation. Implementing AIM activities as a default part of the culture, and reinforcing them through recruitment and selection, leads to a shift towards responsible innovation, and sunsets certain behaviours.
This approach is underpinned by: continuous improvement and being okay with constant change in organisational processes, openness and action orientation, focusing on trust and effective leadership, emphasising resilience and flexibility, and long-term orientation through good relationships and internal recruitment.
These dimensions collectively enhance organisational capabilities, driving improved outcomes in talent recruitment and onboarding.
It means that Improvisational activities are shared among employees and become a part of organisational culture and are further reinforced by the recruitment and selection of employees, in consequence providing a shift towards responsible innovation.
Milena Gojny-Zbierowska and Przemysław Zbierowski , (3/2/2021), ‘Improvisation as Responsible Innovation in Organizations’, Sustainability, 13():1, Retrieved on 25/9/2023, PDF
